Scientific Collection «InterConf», (39): with the Proceedings of the 8th International Scientific and Practical Conference «Science and Practice: Implementation to Modern Society» (December 26-28, 2020) at Manchester, Great Britain

MANAGEMENT 
 
UDC 005.35:339.17 
Liliia Mineralova 
master's student majoring in Management 
Lviv University of Trade and Economics, Ukraine 
 
TO THE ISSUE OF MANAGING THE SOCIAL DEVELOPMENT
OF THE ORGANIZATION'S STAFF 
Abstract. Prerequisites for effective staff development are analyzed. The concepts of 
social development of the organization and social management are specified. It is 
substantiated that one of the important prerequisites for effective social development 
of employees is their professional development. It is determined that the prerequisite 
for meeting the social needs of employees at a high level is high productivity. 
Keywords: management, social development, social management, motivation, 
professional training. 
The effective functioning of any enterprise or organization is primarily 
determined by the degree of development of its staff. In today's rapidly aging 
theoretical knowledge, skills and practical abilities, the ability of the organization to 
constantly develop its employees is one of the most important factors in ensuring its 
competitiveness in the market, renewal and growth of production or provision of 
services. 
Staff development is a multifaceted and complex concept that encompasses a 
wide range of interrelated psychological, pedagogical, social and economic issues. 
Clarifying its essence involves defining the content of a number of key concepts. 
Personnel development is a repetitive process of achieving such indicators of the 
level of qualification of employees that correspond to the development strategy of the 
organization. In this sense, staff development is a fundamental component of the 

---

SCIENTIFIC COLLECTION «INTERCONF» | № 3(39)
264 
overall process of personnel management, integrally related to the development of the 
organization and the formation of professional careers of employees [8, p.325]. 
It can be considered at the level of the organization, structural subdivisions and at 
the level of individual employees. For each of them it is possible to determine the 
measures of personnel development specific to a specific organization. However, there 
are specific problems associated with the development of labor potential, which are 
contained in certain components of human capital. 
I. Kibanov gives the following definition: "Personnel development is a set of 
organizational and economic measures of the personnel management service of the 
organization in the field of training of personnel of the organization, its retraining and 
advanced training" [7, p.92]. These activities include issues of professional adaptation, 
evaluation of candidates for the vacant position, current periodic staff evaluation, 
business career planning and career development, work with the personnel reserve. 
Thus, staff development is a systematically organized process of continuous 
professional training of employees to prepare them for new production functions, 
professional development, formation of a reserve of managers and improving the social 
structure of staff. Personnel development is provided by measures for personnel 
evaluation in order to carry out production adaptation and certification of personnel, 
career planning of workers and specialists, stimulating staff development, etc. 
Social development of the organization means changes for the better in its social 
environment - in those material, social and spiritual and moral conditions in which 
employees of the organization work, live with families and in which there is a 
distribution and consumption of goods, objective communications are made. ties 
between individuals, find expression in their moral and ethical values. 
In a broad sense, the social development of labor collectives is a noticeable 
transformation that entails quantitative and qualitative changes in their spheres of life, 
promotes collectivism and individual personal expression of team members, improving 
the social status of the team and its members, improving social and professional structures, 
enriched institutional and professional motivation, the formation of a system of values. 

---

 SCIENCE AND PRACTICE: IMPLEMENTATION TO MODERN SOCIETY
265 
Social development of the team - is the process of socialization of each employee 
and the whole team, which allow to regulate and balance the interests of the individual, 
team and society. In a narrow sense, the social development of the team includes the 
sum of factors that form indicators of the social sphere of life of the workforce and 
contribute to the functions of this type of social formations [8, p.97]. 
Thus, the social development of the team is a process of improving the forms, 
methods and living conditions of employees based on changes in their development, 
social sphere, wages. 
The fact that the social development of employees of the organization must be 
managed is unconditional [6]. 
According to A. Kolot, social management is a system of theoretical knowledge 
and technologies of management of social processes based on them [3, p.33]. The target 
aspect of social target management follows from the formation of the mission (purpose), 
strategic goals and strategic means of achieving goals, which are determined by the 
company at the stage of interaction with the external environment. Then the goals are 
communicated to the staff through appropriate solutions and behavioral algorithms. 
The labor collective is one of the most important sources of meeting the social 
needs of the individual. "It is in the expansion of its capabilities to meet the social 
needs of employees is the essence of social development of the workforce. It is 
manifested in the attitude to people as a competitive value, which should be directed, 
motivated and developed in order to directly contribute to the achievement of the 
strategic goal of the organization" [8, p.110]. 
Based on the above, under the management of social development of staff we 
understand the activities of management to organize effective, purposeful functioning 
and development of all levels of social work and the system as a whole, to provide 
social services to members of the workforce in accordance with the goals and 
objectives of specific social policy. organizations. 
It should be noted that the management of social development of the 
organization's staff is now one of the most important areas of personnel services, it 

---

SCIENTIFIC COLLECTION «INTERCONF» | № 3(39)
266 
directly and directly affects the efficiency of the production and economic 
organization. 
Any labor collective overcomes a number of successive stages in its 
development. It is possible to find out at what stage a certain labor collective is on the 
basis of the analysis of the degree of its cohesion, which testifies that the collective is 
a certain integrity within the organization. Cohesion contributes to the effective 
functioning of each employee and the whole team, the formation of a favorable socio-
psychological climate in it, provides resistance to the destructive effects of external 
and internal conditions. 
For effective management of social development of the organization's personnel, 
it is assumed that the manager is engaged not only in the technological process of 
production, its resource provision, but also in the construction and management of the 
system of relations between team members. These relationships are manifested in the 
actions, reactions and experiences of people, express their needs and interests, which 
are the driving forces of personality. To understand the nature and causes of 
relationships between employees, the manager must have knowledge of individual and 
social psychology. 
When creating an effective system of management of social development of 
employees of the enterprise, it is assumed that the workforce is one of the most 
important sources of meeting the social needs of the individual, individual and group 
social development. Hence the main task of an effective system of social development 
management of employees - the creation of such tools and circumstances in the 
company so that people are treated as a competitive value, which should be directed, 
motivated and developed together with other resources to achieve strategic goals. 
Every year, the management of enterprises is forced to take into account an 
increasing number of environmental factors that are becoming global in nature. All 
organizations depend on the external environment, which is usually outside the 
influence of the manager. But it should be noted that some organizations develop and 
succeed, while others go bankrupt in the same conditions. 

---

 SCIENCE AND PRACTICE: IMPLEMENTATION TO MODERN SOCIETY
267 
Thus, the internal environment plays an important role because only a detailed 
analysis of all aspects of the organization can identify the strengths and weaknesses of 
the enterprise, the possibility of implementing a policy of social development of staff. 
The process of personnel development is unidirectional with the process of 
personnel management. These processes are so closely linked that staff development 
is virtually impossible without a clear management system. 
Therefore, the staff in modern conditions must be highly educated, have a high 
general culture, strategic thinking and erudition. The organization of professional 
development has become one of the main functions of personnel management. 
Achieving high results in the organization is possible only when the people who work 
there have the knowledge, skills, the appropriate mood. Education and training of staff, 
if they are continuous, provide the necessary professional development. 
Staff training allows to solve the main tasks both in the interests of the 
organization - improving the efficiency and quality of work, and in the interests of man 
- increases the standard of living, creates an opportunity to realize their abilities. The 
employee becomes competitive in the labor market, and the level of education is one 
of the three indicators that form the index of human development, which includes 
indicators of life expectancy and per capita income [1, p.105]. 
One of the important prerequisites for effective social development of employees 
is their professional development. 
Professional development is a continuous complex process that includes: 
professional training, career development and professional development. 
Implementation of the concept of staff development involves the creation of a flexible, 
specific system of vocational training, focused on solving strategic tasks of the 
organization. Education and training play a unifying role in achieving goals. It is no 
coincidence that the management of professional development occupies a significant 
place in the work of line managers, because they are well aware of the level of 
knowledge, abilities, skills of their subordinates. Line managers and HR managers 
develop a staff development program. 

---

SCIENTIFIC COLLECTION «INTERCONF» | № 3(39)
268 
The task of the department for continuous professional development at the 
enterprise is to ensure: 
- the appropriate professional level of workers to the requirements of the 
workplace, position; 
- conditions for the mobility of workers as a prerequisite for their rational 
employment and use; 
- opportunities to promote employees in both professional and professional 
careers [4, p.102]. 
By applying a system of lifelong learning, the company can ensure the most 
complete compliance of the structure of employees with the structure of jobs, taking 
into account the full range of requirements for employees. 
Currently, the development of the company's staff is carried out
independently, independently of other organizations, which has both positive and
negative aspects. Under market conditions, the functions of enterprises in
the field of personnel development have significantly expanded. The system of 
training, retraining and retraining of employees in the enterprise in market 
conditions, on the one hand, must respond quickly to changes in production needs 
in the workforce, and on the other - to enable employees to improve their 
professional level and learn. 
Therefore, the system of personnel development in the enterprise must be flexible, 
able to change the content, methods and organizational forms in accordance with the 
needs of production and the situation in the labor market. 
Important tools for effective management of social development of employees are 
their motivation and incentives. 
Motivation and stimulation, as methods of personnel management, are opposite 
in directions: the first is aimed at changing the existing situation, the second - to 
consolidate it, but they complement each other. 
Incentives must meet the needs, interests and abilities of the employee. 
Motivation is a process of a person's conscious choice of one or another type of 

---

 SCIENCE AND PRACTICE: IMPLEMENTATION TO MODERN SOCIETY
269 
behavior, which is determined by the complex influence of external (stimuli) and 
internal (motives) factors [2, p.219]. 
Stimulation of labor involves the creation of conditions in which active work 
gives certain, previously recorded results, becomes a necessary and sufficient condition 
for meeting the significant and socially conditioned needs of the employee, the 
formation of his motives for work. 
The system of motives and incentives for work should be based on a certain legal 
framework. The employee must know what requirements are placed on him, what will 
be the reward upon receipt and what sanctions will be applied in case of non-
compliance. Incentives to work are effective only when the authorities are able to 
achieve and maintain the level of work for which they are paid. The purpose of 
stimulation is not to motivate a person to work at all, but to interest him to work better, 
more productively than it is due to labor relations. 
Motivation of work is formed before the beginning of professional work, through 
the assimilation of human values and norms of work morality and ethics, as well as 
through personal participation in work, family and school. At this time, the foundations 
of the attitude to work as a value are laid and a system of values of labor itself is 
formed, the labor qualities of the individual are developed: diligence, responsibility, 
discipline, initiative. For the formation of labor motivation of the greatest importance 
is the nature of the assimilation of labor norms and values, which in the future 
determine its way of life. 
Material motivation is the desire for a certain level of well-being, a certain 
material standard of living. Material motivation of work depends on a number of 
factors, namely: the level and structure of personal income; material support of 
available cash income; the effectiveness of the system of incentives used in the 
organization. Motivation is an important factor in performance. The connection 
between the motivation of work results is mediated by natural abilities and acquired 
work skills, only motivation is the source of human activity. The system of stimulating 
labor activity provides the optimal ratio of working and leisure time, work and rest. 

---

SCIENTIFIC COLLECTION «INTERCONF» | № 3(39)
270 
Activation of only economic motivation leads to an increase in labor intensity and 
working hours, as a result of which many workers work with a feeling of chronic 
fatigue, experience constant nervous and emotional stress. 
Undoubtedly, everyone needs meaningful, useful, interesting work, decent 
conditions, but he wants to achieve promising growth, self-affirmation, self-esteem. 
Thus, work motivation is associated with the content, usefulness of work, and with 
self-expression, self-realization of the employee. Status motivation also plays an 
important role, it is the driving force of behavior associated with a person's desire to 
occupy a higher position, perform more complex, responsible work, work in activities 
that are considered socially useful. 
Formation of an effective motivational mechanism, which, in turn, contributes to 
the effectiveness of management of social development of employees, aimed at: 
- maintaining staff employment; 
- fair distribution of income and the effect of increasing the bonus part of wages; 
- creating conditions for professional and career growth of employees; 
- ensuring favorable working conditions and maintaining the health of workers; 
- creating an atmosphere of mutual trust and feedback [5, p.84]. 
The necessity to take into account scientific approaches to the management of 
social development of the organization's staff is substantiated and it is noted that the 
logical issue of meeting the social needs of employees at a high level is their high 
productivity.